{"id":25117,"date":"2023-03-08T18:15:09","date_gmt":"2023-03-08T17:15:09","guid":{"rendered":"https:\/\/arbeitgeber.de\/?page_id=25117"},"modified":"2023-12-05T10:20:48","modified_gmt":"2023-12-05T09:20:48","slug":"magdalena-rogl-project-lead-diversity-inclusion-microsoft-germany-why-empathy-is-the-basis-for-diversity-and-inclusion","status":"publish","type":"page","link":"https:\/\/arbeitgeber.de\/en\/magdalena-rogl-project-lead-diversity-inclusion-microsoft-germany-why-empathy-is-the-basis-for-diversity-and-inclusion\/","title":{"rendered":"Why empathy is the basis for diversity and inclusion"},"content":{"rendered":"","protected":false},"excerpt":{"rendered":"

Magdalena Rogl, Project Lead Diversity & Inclusion, Microsoft Germany: “The diversity dimensions of the Diversity Charter describe over twenty different aspects of diversity – with personality at the center. And personality includes an important but underestimated aspect, especially in the world of work: emotional diversity.<\/p>\n","protected":false},"author":9,"featured_media":25158,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"inline_featured_image":false,"footnotes":""},"categories":[899,927],"tags":[],"class_list":["post-25117","page","type-page","status-publish","has-post-thumbnail","hentry","category-agenda-en","category-agenda-sonderthema-en"],"yoast_head":"\nWhy empathy is the basis for diversity and inclusion - die Arbeitgeber<\/title>\n<meta name=\"description\" content=\"Labour force change, structural change, digitalization: the list of hot topics in labour market policy is long. This makes it all the more important to discuss solutions.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/arbeitgeber.de\/magdalena-rogl-project-lead-diversity-inclusion-microsoft-deutschland\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Why empathy is the basis for diversity and inclusion\" \/>\n<meta property=\"og:description\" content=\"Why empathy is the basis for diversity and inclusion\" \/>\n<meta property=\"og:url\" content=\"https:\/\/arbeitgeber.de\/magdalena-rogl-project-lead-diversity-inclusion-microsoft-deutschland\/\" \/>\n<meta property=\"og:site_name\" content=\"die Arbeitgeber\" \/>\n<meta property=\"article:modified_time\" content=\"2023-12-05T09:20:48+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/arbeitgeber.de\/wp-content\/uploads\/2023\/03\/bda-arbeitgeber-agenda-kommentar_der_woche_lena_rogl-\u00a9thomas_dashuber_microsoft-552x274px-2023_03_09.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"552\" \/>\n\t<meta property=\"og:image:height\" content=\"274\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:title\" content=\"BDA AGENDA 5\/23 | COMMENT OF THE WEEK | March 9, 2023Magdalena Rogl, Project Lead Diversity & Inclusion, Microsoft GermanyThe diversity dimensions of the Diversity Charter describe over twenty different aspects of diversity - with personality at the center. And personality includes an important but underestimated aspect, especially in the world of work: emotional diversity. A change in the world of work towards more diversity and inclusion requires a rethink - especially on an emotional level. The ability to recognize the different needs of colleagues, employees, consumers or customers and to respond to them individually is exactly what matters. Empathy.Being aware of our own feelings and accurately naming different emotions helps us to be empathetic. The more connected we are to our own emotions, the greater our ability to empathize with others. When we understand how customers feel, we can adapt our offerings accordingly. When we can understand how colleagues feel, teamwork improves. If we can empathize with employees and understand their needs, we have the opportunity to support them in a more targeted and individual way.In order to be empathetic, we need to create space for feelings - our own and those of our colleagues. It is important that we recognize these differences and make space for this emotional diversity. That we accept when people have a different way of expressing their feelings than we do. And it is precisely this empathy that is crucial to living inclusion. Living inclusion means that everyone feels included, no matter how different they may be and how differently they express their emotions.When a person reacts emotionally in a completely different way than we expect or than we ourselves would react, it is often irritating. We may then have the impulse to put up a wall, to isolate ourselves - but instead we should build bridges.Our society is made up of people from different ethnic backgrounds, religions and world views, people with and without disabilities, young and old, people with different sexual orientations, women, men and non-binary people. They are unique people with different perspectives and different experiences, and we can make the conscious decision to do our best to empathize with all of them.Corporate values can be a kind of common, overarching compass here. Almost every organization has now defined its own values, which at best reflect the purpose and mission of the company. An organization's values should be the basis for why the company exists, how norms of behavior are defined and how decisions are made to achieve goals and fulfill the company's mission.However, diversity and inclusion are not just values, but also a responsibility that companies bear. This includes making products and technologies as barrier-free and accessible as possible for everyone and thus enabling greater participation in the working world of the future. Companies can do this, for example, by involving as many different people as possible in the design and development process in order to get to know their perspectives and needs and take them into account in new products. And this responsibility also includes designing work opportunities within the company so flexibly that they do not exclude anyone.Because empathy, diversity and inclusion lead to innovation.\" \/>\n<meta name=\"twitter:description\" content=\"The diversity dimensions of the Diversity Charter describe over twenty different aspects of diversity - with personality at the center. And personality includes an important but underestimated aspect, especially in the world of work: emotional diversity.\" \/>\n<meta name=\"twitter:site\" content=\"@DieBDA\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/arbeitgeber.de\\\/magdalena-rogl-project-lead-diversity-inclusion-microsoft-deutschland\\\/\",\"url\":\"https:\\\/\\\/arbeitgeber.de\\\/magdalena-rogl-project-lead-diversity-inclusion-microsoft-deutschland\\\/\",\"name\":\"Why empathy is the basis for diversity and inclusion - die Arbeitgeber\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/arbeitgeber.de\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/arbeitgeber.de\\\/magdalena-rogl-project-lead-diversity-inclusion-microsoft-deutschland\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/arbeitgeber.de\\\/magdalena-rogl-project-lead-diversity-inclusion-microsoft-deutschland\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/arbeitgeber.de\\\/wp-content\\\/uploads\\\/2023\\\/03\\\/bda-arbeitgeber-agenda-kommentar_der_woche_lena_rogl-\u00a9thomas_dashuber_microsoft-552x274px-2023_03_09.jpg\",\"datePublished\":\"2023-03-08T17:15:09+00:00\",\"dateModified\":\"2023-12-05T09:20:48+00:00\",\"description\":\"Labour force change, structural change, digitalization: the list of hot topics in labour market policy is long. 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